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INTRODUCTION
Loneliness poses a critical and pervasive global challenge. As an illustration, in the United States
alone, around 44 million adults, representing approximately 17% of the population, report feeling
loneliness (Witters, 2023). Dr. Vivek Murthy, the 19th and 21st Surgeon General of the United
States once remarked, “I trained in internal medicine, and I expected most of my time would be
spent on diabetes or heart disease or cancer (…) What I didn’t expect was that so many people I
saw would be struggling with loneliness” (Kristof, 2019, para. 6). Although initially astonished by
the prevalence of loneliness among his patients, Dr. Murthy later acknowledged the gravity of the
issue. In May 2023, he issued a US Surgeon General’s Advisory on loneliness, underscoring the
value of social connections for health and well-being and emphasizing the need to give loneliness
the same level of attention and urgency as other serious health conditions (Rao, 2023).
Loneliness may be experienced in various life domains, including the work environment,
where workplace loneliness (WL) emerges as a consequence of the psychological pain associated
with perceived inadequacies in workplace relationships (Wright & Silard, 2021). The impact of
WL on employee attitudes and outcomes is estimated to cost employers over $154 billion annually
(Bowers et al., 2022). Unfortunately, it is a common misconception that WL is solely caused by
physical isolation and personal characteristics. However, our research has identified other
contributing factors, such as ineffective leadership, cliques, inadequate onboarding procedures,
and exclusionary behavior among team members. Accordingly, addressing loneliness in the
workplace requires organizational intervention, rather than individual efforts.
In response to the significance of WL (an issue exacerbated by the increase in remote
work), this book offers solutions to overcome it and create a sense of belonging. Belonging is a
fundamental human need that, when not met, is known to cause loneliness (Baumeister & Leary,
1995; Maslow, 1943). This book offers a variety of methods to tackle WL with a specific emphasis
on belonging because loneliness and belonging, which, although distinct concepts, are closely
related (Lim et al., 2021). Overall, the book emphasizes that preventing WL requires tailored
approaches. Thus, organizations should pay close attention to their employees’ needs and be
flexible in their offerings to address WL.
Using a mixed-method design (collecting data with a survey and interviews) and a review
of relevant WL literature, we offer a unique perspective on WL with a specific emphasis on remote
work and social identity: Using a scoping review approach, Chapter 1 provides an extensive
literature review of WL, suggests future research directions for WL, and draws comparisons
between loneliness and related concepts, such as solitude, isolation, and aloneness. Chapter 2
focuses on the importance of belonging in the workplace, discussing social identity and remote
work topics with relevant WL research. Chapter 3 details the mixed-method research design and
explains the data collection process. Chapter 4 presents the quantitative data analysis results,
describing the sample characteristics and statistical analyses conducted. Chapter 5 presents the
qualitative sample characteristics and discusses the qualitative data analysis procedure and
outcomes. Finally, Chapter 6 integrates and interprets the findings from both the quantitative and
qualitative phases in relation to the research questions; key concepts and ideas explored in the
book are summarized and theoretical contributions and managerial implications for the mixed-
method study are provided. Additionally, research limitations are acknowledged and directions for
future studies are suggested.
This book was written in response to the pressing concerns of WL and belonging in
organizations. It aims to provide a comprehensive overview of the topic and emphasize the
importance of fostering camaraderie and a shared purpose among employees as a way to address
WL and cultivate a sense of belonging in the workplace. We believe this book will be a valuable
resource for scholars and students interested in WL, particularly those in the fields of leadership,
HRM, DEI, and industrial-organizational psychology.